Big Five Personality Traits-Free-Samples- Myassignmenthelp.com

Question: Critically Reflecting On the Role of Individual Differences in Your Own Management Practices and Organizational Behavior Outcomes and focuses on the Big Five Model of Personality. Answer: Introduction Organisational behaviour can be defined as a systematic analysis of human behaviour, performance and attitudes within organizational premises. Organisational behaviour can be studied through the set of methods, theories and individual perceptions. Consequently, human perception needs to understand with specific disciplines, humans ways of thinking, multidisciplinary, humanistic orientation, performance orientation and external environment. This study focuses on mainly Big Five Personality test and its implication on individuals behaviour with assumptions of individuals feelings, goals and attitudes. In this essay, I have taken an analysis of Big Five personality test and its implication of my management practices and developing a team within an organizational setting. In the first of the essay, the essay will recognise the characteristic dimensions of mine according to Big Five personality test. It will then assert about my characteristics in leading a team and lastly, the essay will focus on the characteristics that are needed to change in future. Big-Five personality test Big Five personality trait is based on the concept of Lewis Goldberg and this concept was taken in shape in the year 1990. This concept is considered as one of the best methods for calculating the personality and psychology of human beings. This model provides accurate and right scale in the personality of human beings. There are five key dimensions in this personality test. Openness can be considered as intellect with creativity that may lead to the knowledge of getting new experiences. Conscientiousness is about humans perception about organized and making plans in everything. The third is about extraversion or introversion that calculates the sociability of an individual(Leutner, 2014). Many people face an issue in communicating and making friends in the social sphere. Agreeableness is about consideration in making a compromise in public. In addition, the last trait is about natural reactions in emotional stability that considers as neuroticism and it is about the emotional reacti on in a stress situation. Analysing personality profile from management leadership perspective There are some important features of my personality that may impact in negative terms in my career and my objectives. There are many types of research occurred in understanding the personality of individuals, however, OCEAN is one of the accurate tools to understand the people. I have undertaken the Big Five personality test and the result came with defining personality. Open-mindedness: Open-mindedness is about open with new experiences in every situation in life. Having open-minded means to be creative, original and curious about complex ideas make a person open-minded (Kluemper, 2015). However, low score means to be conventional about everything. I scored low in open-mindedness as it shows that I am down-to-earth and not very creative. My percentile in this sphere is 53 that show that I need to develop the open-mindedness and broadening my interest in every unexplored sphere. I want to be in management sector in future that means I need to explore many sides of team building quality. Team management is not easy as it is dealt with various spheres of individuals. In recent time, business competition is huge and organisation is trying to meet the customers expectation and it has been critical to building a team within an organisation with the multidisciplinary concept (De Jong, 2016). Teamwork means trust, success and leadership; however, I need to have the skills i n team working with broadening my mind and exploring different traits of human personality with motivating them. Conscientiousness: Conscientiousness means the person takes care in work and life and the person is organised. I scored 83 in this section and that shows I am organized in some of my spheres and dependable in work. Scoring high in conscientiousness can mean that the person is reliable, organized, careful and self-disciplined (Judge, 2015). This percentage brings the significance that I tend to do the work not haphazardly but rationally. From the childhood, I have had this personality of doing things thinking rationally. I need to build a personality in managing the team in an organisation where I can take decision calmly and reliable way. Moreover, in managing the team, I would like to prepare and engage the team members in engaging debates with new ideas. I need to understand the team issues well before taking any decision. Managing human resources and organizational culture needs accurate decision-making ability of human beings. Extraversion: Extraversion score high that means a person is friendly, sociable, talkative and fun loving. Scoring low in this section means the person is quiet, reserved, inhibited and introvert. I scored 98 in this section and it shows that I am an extrovert person with excellent communication. I love to communicate people with outgoing mentality. I am energetic in everything and like to be social. However, being extroverted nature brings success in managing team and identifies the issues in team management. An organisation may have different employees with different mental-set up, having the conversation with them can solve some of the issues. Agreeableness: High scoring in agreeableness means the person is matured, sympathetic and courteous and forgiving in nature, whereas, low score in this section brings the significance that the person is harsh, rude and callous in some of the allocated duties (Babnik, 2014). I scored 63 in this section and it brings the significance that I have an inclination in considering others feelings as well. It can be considered as the good sign in managing a team, sympathy towards team members can help in building a loyal team. As I score almost fifty percent in this section, I am rude and unsympathetic in some ways. That brings an inclination in autocratic leadership style in leading a team. Negative emotionality (Neurocriticism): High score in this section tends to make a person high strung, worrying and insecure in some of the things and low score signifies that the person is relaxed, secure and calm in the difficult situation. In this scenario, I scored 14 and it provides importance that I can remain hardy and calm even if the situation gets worse. In managing a team and organisation through leadership, it is an important criterion that a person should remain calm in difficult situation (Ng, 2015). It depends on the natural reaction and emotional stability in some of the spheres of life. Effectiveness in leading affected by personality profile Effective team leading is needed in managing an organisation and in analyzing a teams need, it is very important to have team leading personality. An organisation sets it strategies in meeting the objectives and a team helps to achieve them. However, team leader needs to set the vision of a team with values and short-term objectives. Open-mindedness quality is very important for a leader and it helps the team leader to explore new things in organisation and team. I as a leader in future will seek new experiences in every aspect of management and team leading. I will try to engage my team members to have plans to check their developments in completing the project and guide them accordingly. I can arrange meetings for the planning and progress. The main objective of scientific management is economic efficiency and it can bring labour productivity (Cocia, 2014). This scientific management theory of Taylor has discussed competition and complementary ideas. Scientific management deals with the different approaches that help in bringing large scale compatibility. In my workplace, I want o synthesis workflows through using of scientific management. In addition to this, I once managed a team in my college life in organizing a programme when my openness helped the entire team to evaluate dimensions of personality and imag inative insights to team members. I tried to encourage culture and values in my team members. Moreover, a team leader must be conscientious and organized in making any decision for a team and organisation (Schnackenberg, 2016). I want to be a person whom one can rely on as I am self-disciplined in my work. However, we people are social species and managing and selecting right team is one of the hardest things to do. Like other self-organized people, I am also an honest man who likes to be honest in work and quality of deliverables. I believe in actions and my leadership qualities started from my school life when I used to be a monitor in my class. Effective leadership starts with the trust and motivation that the leaders provide to their team members and honest interaction is needed (Seechi, 2015). Additionally, in managing a team within an organizational setting, decisiveness is important as decision choices make a good leader in critical situation. I am confident in my work and in my decisions that can help my team and the organisation in achieving the desired objectives. I shared fearless loyalty towards my team leader when I was in a team in my summer internship in an organisation. I listened carefully what my team leader asserted and I did it with compassionate way. During that time, team leading qualities grew within me. Max Weber developed a theory of bureaucracy. Bureaucracy is related to the division of labour, defined hierarchy, set of regulations and rules with an impersonal relationship within an organisation (Grachev, 2013). In relation to this, I would like to break the tasks for my team in a well-defined way with routine based system. In managing a team well, it is needed that subordinates must be controlled by their immediate supervisor. My past performances wit hin a team and my future perspective about a team lie on the concept of rationality, impersonality, predictability and technical competence. Changes and improvement in personality In conducting Big Five Test, I understood my personality or traits in characters that would help me in managing a team in an organisation; moreover, I have some drawbacks in my characters that may become hindrance in achieving my dream. First of all, I do not like to seek new experiences, however, it is very important to seek new experiences in professional life and take some risks. If I have to be open, original, daring and imaginative, then I have to build up my qualities that would help in leading a team in an organisation. I have to build up my confidence in work and I need to be confident in my work. Confidence comes from the trust on oneself and I have to be secure in my decisions when I put a decision on my teams. In acquiring confidence, I need to know my team members well with reading new motivational books. Knowledge of work can bring confidence and make assurance that team members respect the leaders. A respectful team leader must empower and encourage the team members to do the right work. Secondly, Agreeable persons remain happy as they always avoid negative people and experiences in life. I would like to engage myself in prosocial behaviour and for this; I need to enhance my communication skills as clear communication helps the team members to do the project well within the organisation. Sometimes, I tend to be harsh and rude towards my team members in case they do any mistake. In this situation, I need to be calm and sympathetic having a sense of maturity. A clear communication can build an understanding among all the members with listening quality. In addition, organisation skill is important for me as it can bring optimum performance from the team. Listening, increasing body language, talk specific ways, writing the important notes and thinking capability are some of the important facts in this sphere. Thirdly, team leaders must be hardworking, energetic and ambitious in handling a team within an organisation. The team leaders or team members must plan the work in advance that would bring professional success. I want to be reliable for my team and in this sense; I need to learn delegation as sharing a task to the correct member's help team to flourish. I need to learn about negotiation as negotiation quality helps to resolve the workplace conflict and increase decision-making practices. Conclusion Big five personality traits are important in understanding the components in personality to drive the team members' behaviour. Big five personality test provides the informational data about oneself that would analyse the management and work within an organizational setting. In my case, I undertook test and the result was surprising that I possess significant qualities of a team leading and managing the employees within an organisation. My extrovert character, my self-organised trait and sympathy towards other may lead to being a successful team leader to achieve my dream. However, I lack some qualities that a team leader must possess and I have drawn some loopholes within me and would try to achieve these in near future Reference List Babnik, K. B. (2014). The mission statement: organisational culture perspective. Industrial Management Data Systems , 612-627. Cocia, M. (2014). Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, , 251-266. De Jong, B. A. (2016). Trust and team performance: A meta-analysis of main effects, moderators, and covariates.. Journal of Applied Psychology, , 1134. Grachev, M. . (2013). Historic horizons of Frederick Taylor's scientific management. Journal of Management History , 19 (4), 512-527. Judge, T. A. (2015). The personsituation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal , 1149-1179. Kluemper, D. H. (2015). Acquaintance ratings of the Big Five personality traits: Incremental validity beyond and interactive effects with self-reports in the prediction of workplace deviance.. Journal of Applied Psychology , 237. Leutner, F. A.-P. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits.. Personality and individual differences, , 58-63. Ng, E. S. (2015). Individuals, Teams, and Organizational Benefits of Managing Diversity.. The Oxford Handbook of Diversity in Organizations, , 235. Schnackenberg, A. K. (2016). Organizational transparency: A new perspective on managing trust in organization-stakeholder relationships. Journal of Management, , 1784-1810. Seechi, D. (2015). A case for agent-based models in organizational behavior and team research.. Team Performance Management , 37-50.